Formulating Leadership Part II

Formulating Leadership Part II Resources: The Art and Science of Leadership, Ch. 6 and Management Roles: Leading video Your company’s Vice President of Human Resources has approached your team for assistance in recruiting and developing your organization’s future leaders. 60% of your company consists of millennials and your team has been charged with how to successfully increase the number of millennials as leaders in your organization. At this time, senior management is reluctant and disinterested in promoting the millennials to leadership roles. Your team created your plan in Week 2 -Part I of this assignment. Now, you are expected to develop a presentation for your senior leadership that will motivate them to encourage millennials as leaders in your organization. Re-examine your plan from Part 1 as a team. Create a 10- to 15-slide Microsoft® PowerPoint® presentation with speaker notes that contains the following components: Determine how to cultivate millennials as leaders. Include the pathway necessary to accomplish this goal by identifying the objective(s), methods of achieving the objective(s), and ways to measure success.Evaluate how transformational leadership may assist in this process.Include at least one video presentation within a slide.Showcase some of the best practices needed by companies in order to prepare future leaders. Cite a minimum of three peer-reviewed sources not including your text. Format your assignment consistent with APA guidelines. TEXT BOOK The Art and Science of Leadership 7th Edition Afsaneh Nahavandi The Art and Science of Leadership, Ch. 6
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Formulating Leadership Part II
Resources: The Art and Science of Leadership, Ch. 6 and Management
Roles: Leading video
Your company’s Vice President of Human Resources has approached your
team for assistance in recruiting and developing your organization’s future
leaders. 60% of your company consists of millennials and your team has
been charged with how to successfully increase the number of millennials as
leaders in your organization. At this time, senior management is reluctant
and disinterested in promoting the millennials to leadership roles. Your team
created your plan in Week 2 -Part I of this assignment. Now, you are
expected to develop a presentation for your senior leadership that will
motivate them to encourage millennials as leaders in your organization.
Re-examine your plan from Part 1 as a team.
Create a 10- to 15-slide Microsoft® PowerPoint® presentation with speaker
notes that contains the following components:
•
•
•
•
•
Determine how to cultivate millennials as leaders.
Include the pathway necessary to accomplish this goal by identifying
the objective(s), methods of achieving the objective(s), and ways to
measure success.
Evaluate how transformational leadership may assist in this process.
Include at least one video presentation within a slide.
Showcase some of the best practices needed by companies in order to
prepare future leaders.
Cite a minimum of three peer-reviewed sources not including your text.
Format your assignment consistent with APA guidelines.
TEXT BOOK
The Art and Science of Leadership
7th Edition
Afsaneh Nahavandi
The Art and Science of Leadership, Ch. 6
Formulating Leadership Part II
Grading Guide
LDR/300 Version 7
Innovative Leadership
Learning Team Assignment: Formulating Leadership Part II
Purpose of Assignment
This assignment explores current challenges within organizations that relate to various theories (including
transformational leadership), skills, and approaches to leadership. In this assignment, your team develops a
presentation to senior leadership that will motivate them to encourage millennials as leaders in your
organization since 60% of your company consists of millennials. Leaders within your organization are reluctant
and uninformed about these viewpoints. During Week 2 of this course, your team initiated your plan in Part I of
this assignment.
Resources Required
The Art and Science of Leadership, Ch. 6
Management Roles: Leading video
Grading Guide
Content
The team determines how to cultivate
millennials as leaders.
The team identifies the pathway necessary to
accomplish the goal of cultivating millennials
as leaders by identifying the objective(s),
methods of achieving the objective(s), and
ways to measure success.
This team evaluates how transformational
leadership may assist in this process.
Met
Partially
Met
Not Met
Comments:
Content
Met
Partially
Met
Not Met
Total
Available
Total
Earned
10.5
#/10.5
Partially
Met
Not Met
Total
Available
Total
Earned
4.5
#/4.5
15
#/15
Comments:
The team’ includes at least one video
presentation within a slide.
The team showcase some of the best
practices needed by companies in order to
prepare future leaders.
The team cites a minimum of three peer
reviewed sources not including the text.
The presentation is between 10 to 15 slides in
length with speaker notes, and is appropriate
for the audience.
The presentation includes relevant media and
visual aids that are consistent with the
content.
Presentation Guidelines
Met
The presentation is laid out with effective use
of headings, font styles, font sizes, and white
space.
Intellectual property is recognized with in-text
citations and a reference slide.
The presentation includes an introduction and
conclusion that preview and review major
points.
Major points are stated clearly; are supported
by specific details, examples, or analysis; and
are organized logically.
Rules of grammar and usage are followed
including spelling and punctuation.
Assignment Total
Additional comments:
Comments:
Running head: FORMULATING LEADERSHIP PART 1
Formulating Leadership Part 1
LDR/300
1
FORMULATING LEADERSHIP PART 1
2
Formulating Leadership Part 1
According to Landrum (2017), millennials are the largest generation that makes up the
present workforce. Millennials are self-driven, hardworking, creative, open to change, and
adaptable. Millennial leaders are attributed to the ability to bring a new leadership style that
insists on autonomy, cohesion, and continuous feedback. Nonetheless, despite the ability to have
new leadership style, millennials lack soft skills, which are required to be a good leader, such as
the capacity to communicate within teams in a professional way (Nahavandi, 2016). In this
respect, therefore, it is pivotal for the baby boomers leaders within an organization to train and
make sure that millennials are prepared adequately for the new leadership challenges.
Establishing best practices for enhancing the number of millennial leaders will lead to the
development of experienced young leaders, and thus, heightening the rate of employee retention.
Best Practices
Leveraging the Social Networking
Technology plays an integral part in the daily activities of the millennials (Bannon, Ford,
& Meltzer, 2011). They often turn to social media for guidance; hence, making it crucial for an
organization to engage millennial leaders on social networking. Therefore, to retain the
millennials, the enterprise should incorporate software tools or mobile application that will aid in
simplifying the activities resulting in increased efficiency. Besides, rather than relying on checkins and scheduled reviews, the firm should look for techniques that would help millennials
connect to the outside corporate world through social networking. In this respect, the
organization can set up an internal social network that will assist millennials to tap into their
workmate’s insights as well as access their respective mentors for real-time directing and
coaching. Additionally, a leader is required to be proficiency with communication skills. Thus,
FORMULATING LEADERSHIP PART 1
3
the company can implement an online interaction platform between co-workers leading to
improved professionalism.
Delegating of Duties
Leadership requires a leader to have education and enough experience. Therefore, in the
bid to retain millennials in the organization, the superiors should learn to delegate duties and
responsibilities; hence, exposing the young generation to a learning process. Millennials desire to
have an opportunity of practicing their conceptual, technical and human skills (Brack, & Kelly,
2012). Therefore, it is critical for the organization management to give millennials a frequent
opportunity to apply their knowledge, incorporate their leadership skills, and allow for
autonomy. This promotes engagement, cooperation, and motivates them to become successful
leaders.
Providing Room for Growth
One of the distinct features of millennials is their strong desire to develop and grow
within an institution. Thus, the organization can develop mentorship programs that would aid in
encouraging the young gen loyalty and growth. Importantly, implementing a leadership-training
program provides a connection to the millennial next career advancement level within the
organization. Thus, to retain the number of millennials within the company, it is vital to provide
a combination of coaching/mentoring, on-the-job training program, as well as online and teambased classes that would suit their style.
Engaging them in Experiential and Action Learning
Action learning entails solving issues, promotion of critical thinking and collaboration
while experiential learning involves allowing a person to learn through experience. Therefore, to
increase the number of millennial leaders within the company, it is essential to engage the
FORMULATING LEADERSHIP PART 1
4
millennials in an action and experiential learning process by delegating challenging tasks that
appear unsolvable. This will help in elevating the norms, cohesion, creativity, and encourage the
team to brainstorm ideas. Besides solving problems, action and experiential learning will help
the millennials to reflect on their progress; thus, training them to become effective leaders as
they learn to resolve challenging problems within the enterprise.
How to Present the Information to Senior Management
Arguably, the fact that the organization seniors or the baby boomers are reluctant to allow
millennials to participate and take over in the company diurnal operations, the team will make
use of PowerPoint presentation to explain the need for the organization change. Undeniably,
research indicates that millennials are taking over the lead within the workforce industry.
Therefore, there is dire need to train and prepare them for the mantle of leadership, which
involves responsibilities to be accomplished. In this perspective, the team will use simple and
precise slides that clearly define the problem, explain why the change matters, proof the need for
change, and the practices to take in preparing the millennial leaders. Landrum (2017) states that
millennials in the age bracket of 18-34 comprise the largest workforce approximating to 53.5
million employees by 2015. This is evident that it is impossible to prevent millennials from
taking over the mantle of leadership; hence, using the slides, the team will explain the need for
the current leadership to assist them in changing the workforce for the better. Apparently,
millennials are highly adaptable, efficient, build solutions with a fast mindset, and are
determined to achieve what others believe is insurmountable.
FORMULATING LEADERSHIP PART 1
References
Bannon, S., Ford, K., & Meltzer, L. (2011). Understanding millennials in the workplace. The
CPA Journal, 81(11), 61.
Brack, J., & Kelly, K. (2012). Maximizing Millennials in the workplace. UNC Executive
Development, 1-14.
Landrum, Sarah. (Dec 1, 2017). Why millennials want to be leaders in the workforce now more
than ever. Forbes. Retrieved from
https://www.forbes.com/sites/sarahlandrum/2017/12/01/why-millennials-want-to-beleaders-in-the-workplace-now-more-than-ever/#17e2565f355d
Nahavandi, A. (2016). The Art and Science of Leadership -Global Edition. Pearson.
5

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